Research On The Optimization Of The Salary System Of The WY Industrial And Commercial Bureau

The WY industry and Commerce Bureau,under the background of "revitalizing the great Xi'an",is directly related to the Xi'an municipal organs and units.With the continuous development of the district economy,the workload of the supervision and registration of the first-line cadres and staff has increased significantly.In striving to be the "five stars waiter",implement the process of administrative efficiency revolution " Only run a trip" activities in the area of enterprise growth spurt,WY Industrial and Commercial Bureau grass-roots civil servants requirements improve remuneration is also grow with each passing day.At present,the problem of salary gap is not obvious,salary satisfaction is low and salary is low,which is an important and even important factor affecting the stability of WY industry and Commerce Bureau employees.Whether the civil service salary system is reasonable will not only directly affect the stability of the civil service and the enthusiasm of the civil servants,but also affect the fairness and efficiency of the whole society,which directly affects the large problems of the rational utilization and development of human resources in the organs and units.Generally speaking,salary should be fair,incentive,competitive and cost oriented,and the salary system should include at least the basic salary,post salary,performance bonus,allowance subsidy and other benefits.This paper through the WY Industrial and Commercial Bureau salary history,current salary structure,and social comparison,the average salary of the current existing problems of the salary system and other aspects,using literature research method,comparative analysis method,case analysis and survey analysis to analyze the rationality of the elements of WY Industrial and Commercial Bureau the income of civil servants and the current treatment adjustment the amplitude of the.The main research at present treatment is obviously low,the compensation structure is not balanced,more reflect the comprehensive salary system to grassroots tilt,evaluation mechanism and income is not closely linked,grass-roots units exist wage ceiling "effect of the problem.Aiming at the above problems,combined with the compensation of human resources management in the two factor theory,equity theory and broadband compensation theory,absorb the domestic and international civil service pay system allocation scheme to have experience,in the city of the six districts of the city to the outside the district level units began the trial of civil service rank positions parallel pay system reform and took the lead in the implementation of the pilot in Shenzhen City,specialized public security system reform of civil service pay system and part of the employment of civil servants income distribution scheme analysis.Combined with the actual situation of WY industry and Commerce Bureau,based on the current civil service salary system,it puts forward the improvement plan,and improves the connection between the civil servants' salary income and the social price development factors,so as to provide reference for the optimization of the WY industrial and commercial bureau's salary system.